Digital is the age of creativity and innovation, and creativity is all about connecting the dots.
Digital Performance Dot Connection
Performance Management vs. Change Management: The speed of change is accelerating, organizations are shifting from industrial speed to digital speed; from inside out - operation-driven to the outside in - customer-centric. When quality and values in your market changes constantly, your measures of P (Performance) have to move with it, better than that, anticipate it and rearrange around coming tastes and preference changes. So performance management vs. change management, how to tone them accordingly for a seamless digital transformation?
Performance vs. Transparency: How to improve performance through transparency? Transparency, as used in science, engineering, business, the humanities and in a social context more generally, implies openness, communication, and accountability. Transparency is operating in such a way that it is easy for others to see what actions are performed. It has been defined simply as "the perceived quality of intentionally shared information from a sender". (Wikipedia), the hyper-connective nature of digitalization provides the new level of transparency to run a digital business today, but more specifically, how to improve performance through transparency?
Performance Management vs. Digital Organizational Design Performances are not just numbers with metrics, they are numbers in context, results related to your business goals both at strategic and operational level. Measuring and managing performance means setting performance metrics, making objective assessments, understanding results, adjusting plans & structures, and making decisions to ensure the great business results. The reality in most organizations though is the performance which is forcibly jammed within an existing organizational structure with silo functions and overly rigid hierarchy, and very few companies are truly leveraging organizational development (OD) resources wisely. But due to the digital nature of hyperconnectivity and interdependence, more often, the successful performance improvement initiatives should have representation and input from organizational structure management. Organizational Design vs. Performance Management: How to take an integrated approach, fine-tune OD and improve performance management effectiveness and maturity.
Performance Management vs. Decision Management Enterprise performance management is about how the organization manages performance— STRATEGIC and OPERATIONAL plans, METRICS, day-to-day decisions structurally. Business decision management is how the organization leverage tools, systems, and people to weigh in varying factors for improving decision effectiveness across the organization. All companies have resource constraints, and that performance management, per definition, is “overhead.” This would imply that there exists a trade-off between the realization of value through formalizing and structuring performance management processes and practices and the attached costs. To strike the right balance between business effectiveness and efficiency, performance management and decision management are interdisciplinary management disciplines which need to go head-in-head in order to improve the overall organizational maturity.
Performance Management vs. Talent Management: Talent Management (TM) focuses more on the people element of the organization; where Performance Management (PM) is more about the overall alignment of various organizational functions towards shared vision, mission, and objectives.
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